We want to help our current and future employees to feel good and safe at work. We want to let everybody know that our employees are protected. We started as a really small group of friends. We are now more than twenty and we want to continue growing. As to do so, we want to keep our standards in place.
Let's not forget we come from different countries and cultural backgrounds and that we spend one-third of the day at work. Who wouldn't want to feel good for such long time? Moreover, we think that perception and trust is the key to success. We want our standards to be public and well known so others can perceive us on how we work, behave and collaborate.
We want to be perceived by how good we are. We know each other and we know our standards but that is not enough. We need to show this outside. We need to care about our image.
Perceived by our clients, partners and friends. Want to have a movie night with your friends in the office? Sure! But let's not forget that they will see our workplace and we want they to perceive us by who we are and how we work.
Last but not least, perceived by you, our employee (and the future ones). Everybody wants to work in a place where you are seen as an expert. This business conduct is about this as well.
We want our standards to be seen as a to do list instead of a "don't do list". It's important for us that everybody knows the how:
We want people to feel included. For example, we have the opportunity to work from home, but if we feel included, the chances we want to join the office and work with our workmates are much higher.
S. Three workmates are having lunch. Two speak Spanish and one does not.
A1. We talk Spanish all the time, we do not care. It doesn't matter if the other person even hears his/her own name.
A2. We talk an inclusive language that we all understand because this is a multilingual company.
We take this very seriously. From the simple example below, take into consideration that nobody likes to be blamed in public.
S. The kitchen sink is dirty, what do I do?
A1. We post in our internal chat to blame the person in front of everybody.
A2. We go to the person involved and ask for the solution understanding that there might be a reason behind it that can happen to us too.
We are experts on what we do and we want to show it. Imagine a new person joining Callstack and how she/he will react into bad comments from our own work.
S. I hate this project, what do I do?
A1. I keep saying this project is the worst, its members are the worst and I hate everything.
A2. I try to offer solutions on what I think is wrong to the client.
A3. I talk to our PM or others in the company, I explain the situation and ask for advice.
We all know what is the right thing to do. We are the example to our future workmates as probably they are going to systematically copy what we are doing in the company.
S. I have lot of meetings today and I like the silent room.
A1. I don’t care about its purpose, I am going to have my meeting in the silent room.
A2. I know that this might be a problem for my workmates so I use the proper room for meetings.
Callstack is known by its contributions to the open source community. We believe that open source is one of the top priorities in our business. We use it and, likewise, we want to give back.
All our projects enforce the Contributor Covenant code of conduct.
Callstack can be contacted internally by its employees or by anyone outside in the community that has something to say. For internal matters, we are obliged to raise concerns if we observe them. Callstack ensures that:
Contact person: Mateusz Sławiński - Head of HR and Employer Branding.
Last updated October 4, 2018